Our top tips to engage candidates Here are some top tips and general do’s and don’ts on candidate engagement and how to ensure you get the most out of our events. Let’s break it down: Do engage the candidates! Our events offer a lot more than just filling a talent pipeline.Don’t simply direct candidates to your careers page – they’re there to make connections and explore, not visit a web page they could do from home.Do use a system to capture and identify your best candidates. Not all conversations are equal.Don’t treat all candidates the same! Prioritise the best ones, otherwise you may miss out.Do personalise any follow ups to your best candidates. Make them feel special.Don’t leave it too late to follow up with your best candidates. Aim for Mon or Tues after the event to avoid someone else getting in there before you.Do Connect on LinkedIn with your best candidates (at the event is best).Don’t expect candidates to complete a full job application at our events. There’s too much noise and distractions.But Do allow candidates a quick and simple way to apply directly e.g. just collect their name, email and CV (we’ll prompt candidates to have their CV handy on their mobile).Don’t email all your candidate leads post event with a link to a generic careers page and expect them all to apply for a job. You may see as few as 10-20% will do this. It’s better to get them to start the application process at the event. Other proven tips from 20+ events: Keyboards are easier & quicker to use than tablets if capturing data (but a mobile will be needed if candidates need to provide a CV). Direct candidates to take action immediately after you’ve finished your conversation > e.g ask them to share their details and complete your form. Over 90% will do so if you ask nicely. Consider how you will record your level of interest in candidates before the event. Examples include: Having two piles for CVs, one being for your ‘hot’ candidates.Using a different laptop / tablet for your best candidates.Use a golden question on the data capture form e.g. ‘how will we remember you’ and give the candidates hints on what to put down (where they worked, projects etc).Get the team to review your list of candidates at the end of the day (before everyone forgets) and flag all the best candidates. If using an Applicant Tracking System (ATS): Consider how you can get candidates directly onto your ATS from the event. This is a much, much more effective way of using our event than just capturing leads to follow up with post event. If asking candidates to apply directly at the event, allow them to bypass the non essential application questions e.g. cover letter, why they’re interested in the role, what makes them special etc. Tip: You could prime them to put something short in one of these sections so you can easily identify them. E.g. if you have a ‘Why are you interested in working for us?’ section, ask candidates to simply put down the name of the person they spoke to at the event and reference SMR so they’re easier to identify.
Our top tips to engage candidates Here are some top tips and general do’s and don’ts on candidate engagement and how to ensure you get the most out of our events. Let’s break it down: Do engage the candidates! Our events offer a lot more than just filling a talent pipeline.Don’t simply direct candidates to your careers page – they’re there to make connections and explore, not visit a web page they could do from home.Do use a system to capture and identify your best candidates. Not all conversations are equal.Don’t treat all candidates the same! Prioritise the best ones, otherwise you may miss out.Do personalise any follow ups to your best candidates. Make them feel special.Don’t leave it too late to follow up with your best candidates. Aim for Mon or Tues after the event to avoid someone else getting in there before you.Do Connect on LinkedIn with your best candidates (at the event is best).Don’t expect candidates to complete a full job application at our events. There’s too much noise and distractions.But Do allow candidates a quick and simple way to apply directly e.g. just collect their name, email and CV (we’ll prompt candidates to have their CV handy on their mobile).Don’t email all your candidate leads post event with a link to a generic careers page and expect them all to apply for a job. You may see as few as 10-20% will do this. It’s better to get them to start the application process at the event. Other proven tips from 20+ events: Keyboards are easier & quicker to use than tablets if capturing data (but a mobile will be needed if candidates need to provide a CV). Direct candidates to take action immediately after you’ve finished your conversation > e.g ask them to share their details and complete your form. Over 90% will do so if you ask nicely. Consider how you will record your level of interest in candidates before the event. Examples include: Having two piles for CVs, one being for your ‘hot’ candidates.Using a different laptop / tablet for your best candidates.Use a golden question on the data capture form e.g. ‘how will we remember you’ and give the candidates hints on what to put down (where they worked, projects etc).Get the team to review your list of candidates at the end of the day (before everyone forgets) and flag all the best candidates. If using an Applicant Tracking System (ATS): Consider how you can get candidates directly onto your ATS from the event. This is a much, much more effective way of using our event than just capturing leads to follow up with post event. If asking candidates to apply directly at the event, allow them to bypass the non essential application questions e.g. cover letter, why they’re interested in the role, what makes them special etc. Tip: You could prime them to put something short in one of these sections so you can easily identify them. E.g. if you have a ‘Why are you interested in working for us?’ section, ask candidates to simply put down the name of the person they spoke to at the event and reference SMR so they’re easier to identify.